Return to Work Broken Record

Return to Work - Are we doing the same things in the return to work process expecting a different result? Have we built a system that evolves around financial gain? Is the current disability management system broken and how do we fix it - collectively? Here from a leading expert on workers compensation and the best practices that he recommends for employers and insurance professionals.

Over one third of employers report losing candidates because of a bad background screening process. In a competitive labor market, even the slightest hitch in the hiring process can lead to a poor candidate experience and lost hires. In contrast, well implemented background screens can improve the candidate experience, reduce risky hires, and lead to reduced turnover.

You will learn:
-Why background screening is critical to the candidate experience
-What to look for when selecting and implementing a background screening provider
-How background screening can impact your overall employer brand and improve retention rates

Tech is the wedge to drive into the competitiveness of talent acquisition. Today’s job candidates are connected and engaged - requiring a potential employer to stay one step ahead. Millennials and Gen Xers alike are using the internet as a tool to not only find jobs but to apply, compare and select the best opportunities. Attracting the ideal connected candidate requires an ideal applicant journey:

-Online application needs to be easy, engaging and fast
-Do not become a black hole - even if you turn down a candidate, the simple act of outreach and communication shows a culture of engagement
-Incorporate feedback, seek areas of improvement - check Glassdoor and other interview process reviews, was the application difficult to use on a mobile device? Did the application process take too long? Did it take months to hear back from a hiring manager? These are all clues to see how you are doing.Online application needs to be easy, engaging and fast Do not become a black hole - even if you turn down a candidate, the simple act of outreach and communication shows a culture of engagement Incorporate feedback, seek areas of improvement - check Glassdoor and other interview process reviews, was the application difficult to use on a mobile device? Did the application process take too long? Did it take months to hear back from a hiring manager? These are all clues to see how you are doing.

How can women best position themselves to navigate today's digital workplace, grow their sphere of influence and maximize career growth. This interactive Webcam Panel session in the "Women in Tech" series showcases the journeys of inspirational women who have advanced their careers in tech in innovative and standout ways.

During this webinar we’ll share the best methods for preparing, administering, and rolling out the results from your employee engagement survey based on over 20 years of experience conducting surveys around the world. We’ll also identify the most common mistakes organizations make when conducting an employee engagement survey and how to avoid them.

About the Presenter: Christian Nielson is a Principal Consultant at DecisionWise and leads a team of consultants who conduct engagement surveys for clients around the world. He is an expert on how to conduct employee surveys and get the most from the results.

Deb Calvert, Executive Coach & President of People First Productivity Solutions

Don't exacerbate turnover issues or risk losing skilled talent by giving up too soon on under-performers. Instead, take a look at these root causes for a lackluster performance and turn this situation around.Your colleagues and business partners will become more engaged and elevate their performance when you take this approach.

When recruiting people do you look for skills or potential? Talent is something that needs to be honed and continually developed and skills can always be learnt and improved. In an ever changing world organisations need people who can be flexible, continually learn and are able to take new ideas forward quickly. In short attracting people with a growth mindset and therefore learning potential will ensure your organisation is future fit. But even that’s not enough, you need to stand out against other companies as the place to work, a place where people will not only grow but be happy too.

“Great vision without great people is irrelevant.”- Jim Collins, Good to Great

Not that long ago, talent acquisition was referred to as the recruiting department – with no more responsibility than reviewing resumes, screening candidates, and organizing candidate interviews. The phrase “talent acquisition” is now mainstream and widely accepted by companies of all sizes.

Now you and your organization, your employee brand ambassadors, have a story to tell, one that draws people to your organization now, and in the future, so what’s YOUR STORY?

This presentation will identify how individual communication impacts the brand, how brands communicate and what it all means for recruiting and employer branding. This session will demonstrate how to utilize the best search engines and sourcing tools available today to find biographical information as well as lists of names of top talent on the web. We will explore a variety of search tools as well as essential techniques for leveraging social media sites to attract and locate the candidates that you need to fill your toughest requisitions.

There is a broad end-to-end focus needed; one which stretches from building a strategic employment brand, through sourcing and recruiting, all the way to onboarding top people.

This webinar will include research and strategies that are the most effective in retaining and attracting top talent into your organization. Hot topics will be covered such as counter offers, training, and rewards programs.

With the competition for talent increasing and skills gaps widening, the ability to attract qualified candidates, and retain them once hired, has become a game-changer. For companies to stake out a competitive edge in talent acquisition, a firm understanding of the latest market trends and solutions available is integral to a successful talent acquisition process – identifying, engaging, hiring and retaining the talent they need.

How you recruit and treat your candidates is the best way to start engagement on the right foot. The talk includes how the candidate experience has effects on engagement. It also will include tips for HR managers and Recruiters to work together on the best engagement practices.

Within this talk we will explore how technology has fundamentally shifted the jobseeker landscape for younger demographics (millennial x,y and z). We will also touch on how new online and mobile models, can help save time, cut recruitment costs, while still ensuring the attraction of the best talent.

Key questions addressed:
-How is the Millennial Job Seeker different to its predecessors?
-How do you use new channels to engage talent?
-Are there better ways to present, connect and engage?
-How to stop wasting time and money on irrelevant applications?
-Once connected, how do I ensure I utilise the information?
-Where does mobile fit in the my hiring process?
-How can I move from paper application to digital?

Spend an hour with George Kinder as he leads a group meditation and discusses how to continue developing a mindfulness practice for yourself. There will be time for Q&A and discussion.

Can’t Miss Takeaways -

- You will:Learn the daily practice of Mindfulness and how it delivers practical benefits.
- Have access to an audio guide to a daily Mindfulness practice.
- Receive a free on-line copy of George Kinder’s book, Transforming Suffering into Wisdom: Mindfulness and The Art of Inner Listening.

Improving workplace productivity starts with getting the right people on your team and eliminating the wrong ones. Furthermore, preventing problem generator candidates from joining your organization in the first place is accomplished through performance-based hiring, strategic interviewing, including thorough reference checking, and utilizing pre-hire assessments.

Our expertise will teach you to identify and get rid of the toxic employees on your team through performance management so that you can replace them with top performers. We also show you how combining effective reference checking from previous direct supervisors and pre-employment assessment tests give you the greatest likelihood of preventing problem employees from being hired thereby automatically increasing workplace productivity.

Performance is down. We are not making the numbers. We are struggling to execute.

What do we do? We have done more training, we have an engagement programme, we have performance related pay, we have reorganised and also developed a new strategy, so what do we do now?

Sound familiar?

Performance Consultancy Unplugged is a new way to approach underperformance by looking at performance as a system, and then using a simple model to uncover the levers and barriers within the system. With the levers and barriers exposed, you know where to apply your efforts to change the performance system so the outputs improve.

If you've been appointed the Keeper of Culture or the Values Cops in your organization, this workshop is essential for you. And if the company culture is dependent on a larger-than-life CEO, look out! Let's talk about making culture a shared responsibility rather than something Human Resources employees are tasked with managing alone.

Coaching isn't the same as managing, mentoring or teaching. Effective sales coaching requires specific skills and processes. Most Sales Managers have no idea what Sales Coaching really is. Join us to find out what it is and how it can impact your sales organization.